Presenters:

Constance Exley

CEO, Accessibility Ontario

& Project Manager, Accessibility Smart Businesses Project

Terry Guiel

Executive Director, Peterborough DBIA

OBIAA 2016 Conference (London) | Session TA 5 | April 12, 2016

The Facts

Hiring People With a Disability is a Solid Business Case

• People with disabilities are less likely to miss work

• 86% scored above average for attendance

• 90% scored average or above average for

performance

• 97% scored above average on their job for safety

• Workers with a disability were 5 times less likely to

change their job and leave

Employer Benefits

A recent Conference Board of Canada research report indicated that job vacancies in Ontario could reach:

• 190,000 in 2020

• Rise to 364,000 by 2025

• And rise again to 564,000 in 2030

By more fully integrating people with disabilities into the labour market, there’s potential to increase employment income by up to $618 million.

4

Bottom-line Results

Companies that invest in accessible employment practices report:

✓ Better job retention

✓ Higher attendance

✓ Lower turnover

✓ Enhanced job performance and work quality

✓ Better safety records

An untapped consumer market

Inclusiveness matters to consumers

Busting the Myths on Hiring People With Disabilities

Myth: Employees with disabilities can fill only entry-level positions.

Fact: Almost 75 per cent of working-age adults with disabilities had a high school diploma or higher education.

Myth: Employees with disabilities are more difficult to supervise.

Fact: Employees with disabilities are no more difficult to supervise than employees without disabilities.

Myth: Employees with disabilities cannot be fired or disciplined.

Fact: Employees with disabilities are subject to the same performance standards and guidelines as other employees.

The Accessibility for Ontarians with Disabilities Act (AODA)

Employment Standard Requirements

Employment Standard

Accessible formats &

communication supports

Recruitment, assessment,

selection and hiring

Accommodation plan

Performance management Career

development, advancement

and redeployment

Return-to-work

Emergency response

Barriers to Employment for People with Disabilities

• Accommodation is perceived as complex and expensive

• Employers say people with disabilitiesdon’t apply

• Negative attitudes persist

• Inaccessible buildings

Accessibility Smart Businesses

➢ AODA Handbook for BIAs

➢ OBIAA Website Resources

➢ Accessible Employment Information Kits

➢ Employers Forums

➢ Social Media Campaign – “Accessibility Smart: Make It Your Business

➢ BrowseAloud

➢ Make it your BIA’s business - Adopt the Resolution!

7 Steps to Becoming an Accessibility Champion1. Spread the News! Regularly share information from the Accessible Employment Information Kits with

your members

2. Engage Your Members! Participate in the ”Accessibility Smart: Make it Your Business” social media

campaign (May 30th – June 5th)

3. Share the Wealth! Put a link on your website directing your members to the accessibility resources at:

obiaa.com/accessibility

4. Adopt the Resolution! Incorporate accessibility for persons with disabilities as a strategic focus in your

annual planning

5. Connect with Peers! Participate in the monthly Accessibility Community of Practice calls (first Monday

of the month, 10:00-11:30am)

6. Educate Yourself! Become familiar with the essential information found in the BIA Handbook on the

AODA

7. Increase Your Accessibility! Enable BrowseAloud on your website

Making diversity a priority in Canadian

organizations is imperative, not just

because it is the right thing to do, but

because it is critical to the future

success of our business and our

economy.

—Deloitte, The Road to Inclusion.

For more information:

Constance Exley, Accessibility Ontario

Accessibility Smart Businesses Project

director@accessontario.com

1(647) 502-7047

@_OBIAA

#accessBIA

www.obiaa.com/accessibility